Organizational Behavior and Criminal Justice Agencies

This paper shall discuss what the meaning of operational behavior is and the characteristics that is possesses. I will also talk about how those factors or elements contribute to the effectiveness of a criminal justice agency. Researchers believe that one of the most important aspects of effective management is to learn the science of organized behavior.

Organizational Behavior and Criminal

According to the article on www.nwlink.com., it stated that organizational behavior or OB is the study and application of knowledge about how people, individuals, and groups act in organizations. It doesn’t matter what field of work you go into, the behavior of the human beings tend to shape the behavior of others. Organization behavior is drawn from several different disciplines including psychology, sociology, social psychology, anthropology, and also political science.

Based on the website, www.web.cba.neu.edu, it lists the top ten cited skills of effective managers of an organization: verbal communication, managing time and stress, managing individual decisions, recognizing, defining, and solving problems, motivating and influencing others, delegating, setting goals and articulating a vision, self-awareness, team building, and managing conflict. All of these are critical within the criminal justice agency due to the fact that it’s filled with different employees and staff members; who result in different attitudes and behavior patterns. I have found that there are four major models in which organizations operate out of: autocratic, custodial, supportive, and collegial.

Criminal Justice agencies may incorporate any or all four of these models because they all focus on a different aspect of organizational expectations. The autocratic model is focused on the power within a managerial orientation of authority while the custodial model’s focus is...

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What is OrganizationalBehavior (OB)? Why is organizationalbehavior used? What does it change? Managers who deal with people on a daily basis use organizationalbehavior as a way to identify problems in the workplace, figure out how to solve whatever problems arise, and then decide if the solutions they want to put into practice will even make a difference. By the time you are done reading this, not only will you be ten minutes into the future, you will have gained a whole new appreciation for what managers (and other people in an authoritative position) have to do in their normal work day!
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Organizational commitment has an important place in the study of organizationalbehavior. This is in part due to the vast number of works that have found relationships between
organizational commitment and attitudes and behaviors in the workplace (Porter et al., 1974,
1976; Koch and Steers, 1978; Angle and Perry, 1981). Furthermore, Batemen and Strasser
(1984) state that the reasons for studying organizational commitment are related to “(a)
employee behaviors and performance effectiveness, (b) attitudinal, affective, and cognitive
constructs such as job satisfaction, (c) characteristics of the employee’s job and role, such as
responsibility and (d) personal characteristics of the employee such as age, job tenure” (p. 9596).
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and more recently internationally. Early research focused on defining the concept and current
research continues to examine organizational commitment through two popular approaches,
commitment-related attitudes and commitment-related behaviors. A variety of antecedents and
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Organizationalbehavior is the field of study that investigates how organizational structures affect behavior within organizations. It studies the impact individuals, groups, and structures have on human behavior within organizations. It is an interdisciplinary field that includes sociology, psychology, communication, and management.
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The field of organizationalbehavior has a number of commonly agreed upon goals. Chief among these are effectively predicting, explaining and managing behavior that occurs in organizations. Some of these include describing systematically how people behave under a variety of conditions, understanding why people behave as they do, controlling and developing human activity at work and predicting future employees’ behaviors....

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...OrganizationalBehavior Organizations have been described as groups of people who work interdependently toward some purpose. This definition clearly indicates that organizations are not buildings or pieces of machinery. Organizations are, indeed, people who interact to accomplish shared objectives. The study of organizationalbehavior (OB) and its affiliated subjects helps us understand what people think, feel and do in organizational settings. For managers and, realistically, all employees, this knowledge helps predict, understand and control organizational events. There are three determinants of behavior in order to make an organization more effective: individual, groups, and structure. The people within the organization and their behaviors affect the performance of the organization. There are a number of behavioral disciplines that contribute to OB: psychology, sociology, social psychology, anthropology, and political science. There are lot of challenges and opportunities today for managers to use OB concepts. One of the most important and broad-based challenges facing organizations today is adapting to diverse work environments. Organizations are becoming more heterogeneous in terms of gender, race, and ethnicity. Understanding the concepts of OB allows management to facilitate the needs of a diverse workforce.
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